Choosing to conduct a layoff is an important decision to make at any company. Equally important, however, is the decision of how you want to announce layoffs employees, clients, and the greater public. 

Your companies’ brand should always be at the forefront of all your communications with your employees, even when you let them go. Think of the adjectives that describe your company – you’ll want to represent those. You’ll also always want to present thoroughly planned, professional, and encouraging even during hard times.

“The manner in which a company handles layoffs can have a direct and focused impact on morale, commitment, and retention of the remaining employees.” – Ron Thomas, TLNT

You’ll want to be clear about the current circumstances of the business. You’ll want to thoroughly explain the WHY behind the decision. Were the company’s considerations fair when they had to make the hard choices? And, get to the point of the meeting as quickly as possible. Anxiety might be overwhelming for some so don’t draw out your message.

If you’ve divided your staff into two meetings, one for those you are laying off and one for those staffers that you are keeping. Explain the benefits you are offering to those staffers you are letting go so that nerves can be calmed. For the meeting with the remaining staffers, you’ll want to be truthful and honest about the circumstances and how you feel about the future of the business and why these hard decisions may help.

Finally, leave them feeling dignified and that you appreciated their contributions. That feeling you give them could last a lifetime.

“Build Sensible Hope: Be straightforward and honest. As a person who has positional power you are someone who has natural influence. Use that to be realistic about the situation and offer ways to build hope for the future. This doesn’t mean creating cheesy slogans or lines. This does mean finding ways to make this transition a catalyst for growth. For example, you can communicate stories of people you may know who have used Undesired Transitions as an opportunity to pursue a different career or re-create their brand.” – On Point Advising

In the end, you’ll want to give them clear instructions on the steps to follow after the meeting. Confusion is a message of its own, so avoid confusion at all cost.

“During this turbulent time, you should always give off an air of confidence and calmness to your staff members. In other words, be a leader. Show them, not just through words, but with actions, that the event was necessary and that those let go have been given tools to succeed.” – Josh Hrala, Careerminds

After a mass layoff or furlough notification meeting, clear steps that are fitting are:

  1. Gather your personal belongings,
  2. Deliver all company belongings to ____,
  3. Pick-up your benefits and transition package from ____, and
  4. Ask questions and leave your updated contact information with ____.

 Remember, these are trying times. We never know what someone is going through or dealing with. You can not go wrong treating everyone with compassion and understanding.

 

Ron Thomas, “Layoffs as a Strategy: The Message You Send When They’re Done RIGHT” TLNT, May 23, 2011 https://www.tlnt.com/layoffs-as-a-strategy-the-message-you-send-when-theyre-done-right/

Josh Hrala, “What to Say to Employees After a Layoff”
Careerminds, July 18
https://blog.careerminds.com/what-to-say-to-employees-after-a-layoff

“Leadership During Layoffs”, On Point Advising, 12/02/2008, https://onpointadvising.com/leadership-layoffs/